Search Results - society

Comment on: Topic 'Commission only recruiters?': is simply a garden variety labor organization whose purpose is to support organized trades. Two, the researcher is not a doctoral-level researcher and as such, his analysis of the data is open to significant discussion (he compiled data from multiple sources and made no mention as the local data collection procedures nor analytical tests conducted - this is a sign that the researcher "wanted" the results). Three, and most telling, is that this "study" appears to zero in on the state of Illinois. In fact, on the very last page comes this... Along with expressions of concern from the office of Illinois Governor Blagojevich, Lisa Madigan, the Illinois’ Attorney General, has announced that due to our research on this topic she intends to create a special task force to tackle the growing problem of employer misclassification in the state of Illinois. No wonder Illinois was so interested in this issue: Governor "Pay me the bleeping Money you bleeping bleep" Blagojevich was at the helm. No, the Texas trade website does not "[demonstrate] how Free Markets Need Fair Markets to continue to survive"; it demonstrates what organized labor will do to protect a bloated work structure. You use as "facts" in your subsequent argument items pulled from Pinkham's missive as if they were brought down from Mt. Sinai when in fact the analysis were paid for by organized labor! Search the Internet on his name - it's been primarily labor organizations that have picked up his message. Over the years your arguments have consistently called for more regulation - perhaps because you believe rich business owners and corporations are screwing the working class - the GED deserves to earn what the MBA earns, right? Unfortunately, the more regulation the government imposes on an historically free-market system, the more it will create ultra-classism where the workers are one class and the government the other. It's also called socialism and there is no freedom in socialism, only the freedom one is told they have. Socialism may be nice to some because they can have a house of their own but its the house they're told to buy. If Jason wants to hire someone and pay them 50-55% commission, good for him - just don't confuse the issue at hand by comparing construction workers to recruiters which is what your comments have done. People do not deserve to earn the same as others who are smarter, more creative, or work harder; regulations won't make dumb people smart, dolts creative, or slackers into Type As but they will make smart people question why they are using their brains during 14 hour work days to support others. A fair share is fine but not 50%; life isn't a splits network. One more thing...heaven help us when government tells us how to recruit - Good God, the current administration is a lesson in showing us recruiting best practices! By the way, nice of you to offer expert opinion from R4 - for a price. You just blew up your own argument... KarenM / Hirecentrix.com said:My apologies to all for what may appear of tremendous passion on this topic. It is true, this subject is one that is extremely dear to me, and one that invokes what some may think as probably excessive - considering our financial times, I ask, is it possible that many are not aware of how much damage the problem costs our economy, which sadly is why we underestimate the problem? So, I ask that you will please humor me a little bit, and visit the following link http://twurl.nl/w1ay60 - it is a Study on the Economic costs of Employee Misclassification in the Construction Industry (but it relates to All industries, as Misclassification has migrated to Big business, White Collar workers today, especially in IT and yes, even Recruiting / employment industries) The website demonstrates how Free Markets Need Fair Markets to continue to survive. Unfortunately Misclassification of Employees Harms businesses in so many ways, but it also harms fair trade and the economy, competition, the federal reserve, and of course The employee who takes most of the brunt Many of us know Fellow recruiters who have lost jobs, and many of these individuals do not have Unemployment Benefits - it may not be much, but it would have been enough to save their homes, and feed their kids. These are benefits that they legally should have been entitled to.. For those who don't want to go to the link let me please demonstrate what Misclassification does to our economy and Our trade.. Misclassification allows unfair contractors to sabotage a competitive bidding process; • Misclassification allows unfair contractors to decrease payroll costs as much as 15-30%; • Misclassification allows unfair contractors to reduce their unemployment insurance tax; • Misclassification allows unfair contractors to reduce their workers compensation premiums; • Misclassification allows unfair contractors to reduce social security contributions; • Misclassification allows unfair contractors to reduce their administrative payroll costs; • Misclassification forces higher overall workers compensation premiums onto fair contractors Misclassification negatively impacts society in several ways. • The conditions for a fair and competitive marketplace are sabotaged. Firms that misclassify can reduce payroll costs by as much as 30%. Honest employers suffer a distinct competitive disadvantage. Misclassification allows employers who violate state statutes to be rewarded. • “Gaming the system” – (1) Sub-Subs and Labor Brokers (2) Exploitation of the ‘undocumented’ (3) H2B-Visa scams • Workers who are misclassified also suffer. If a worker needs to apply for unemployment insurance benefits, they may be denied those benefits, since there may be no record of them having worked. Again, the violating employer is rewarded because the laid-off employee is not charged to their unemployment insurance account. Other protections and labor rights are also voided. • States lose substantial revenues (UI taxes, income taxes, WC tax) Lost state revenues due to misclassification for all industries (2001-2003): Massachusetts • State Income Taxes: $91 to $152 Million • Unemployment Insurance Taxes: $13 to $35 Million • Workers Compensation Premiums not paid: $91 Million Troubling Associated Costs • Workers who are misclassified do not receive pension or health insurance benefits • The lack of health insurance coverage exacts a large toll on the uninsured – the costs borne by the uninsured include a greater probability of avoidable deaths, reduced preventive care, and a smaller likelihood of early detection of medical problems. • 33 percent of emergency room visits were for health reasons that did not require emergency room care and could have been avoided. Tremendous Societal Costs • The health system also bears an economic cost as well. It is reported that $34.5 billion in uncompensated care was received by the uninsured in 2001. • Taxpayers also bear economic costs of the uninsured and underinsured. Federal, state, and local governments support care of the uninsured through public clinics, and payments to certain care facilities that care for the poor and uninsured. • The Commonwealth Fund reported that these intergovernmental (taxpayer) expenditures were approximately $30.6 billion annually. • Safety concerns - Misclassification leads to underreporting of injuries (especially re: ‘undocumented’) Injuries: Human and Economic Burdens • Direct costs (reported): lost earnings and health care expenses related to occupational injury and disease. • Indirect costs borne by employers: additional hiring and training costs, disruption of work, damaged equipment, and the effects of workplace injuries on the productivity of co-workers who feel heightened risk. • Indirect costs borne by the injured workers and their families: loss of other income, depletion of savings, reduced standard of living; increased expenditures for professional therapy and caregiver services in the home; home modifications and equipment related to disability; and deferral or loss of education for family members. • Additional costs may fall on the community in the form of increased need for social service programs. Partnering with Academics • We conclude that misclassification is an increasing problem and the operation of fair, competitive markets are compromised when the bidding process is undermined by the practice of misclassification. • Every state should benefit from better documentation on misclassification along with measures that help to improve compliance with the state and federal laws. …; Added by Steve Levy at 1:29pm on February 22, 2009

Blog Post: Sanity check: 10 dirty little secrets you should know about working in IT: I think some of these points are so true... had to forward this article IT department.

Author: Jason Hiner

If you are preparing for a career in IT or are new to IT,…; Added by 01. Lonnie McRorey at 3:08pm on December 1, 2008

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Blog Post: Interesting/Disturbing/Reality - College Admissions Strategy

Would you do this at your Corporation ? It got me thinking...

…

Added by Suresh at 8:40am on December 6, 2011

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Blog Post: High Volume Recruiting: 11 Best Practices to Ace the Campaign: High volume recruiting is no easy task for every company. Dealing with a gigantic amount of applicants is really time consuming, and if you’re not careful, you might fail to meet the deadline and…; Added by Ngan Pham at 10:02am on February 16, 2021

Topic: It Didn’t Take Going to War or Landing in Prison to Understand Why I Love Recruiting: eme enough it’s a wonder I survived it—as in, if I didn’t die in the process it could only make me stronger. The prison experience was described earlier on this Forum (in my contest entry for the best RBC Recruitment related Horror Story). It tested me on many levels and was dangerous beyond my full realization of how much in harm’s way I actually put myself in--but it was only one of four of my challenging exposures that put me in recruitment roles over the past forty-one years working in the discipline. I promise I won’t bore you with all four. I’ll touch on just two here. My first experience in formal recruiting came about in the Army. Not as a recruiter of candidates for induction into the military, but as a recruiter of civilian staff to work in positions reporting to hiring managers who happened to be military officers in the Officer Personnel Directorate (OPD) assigned across fourteen Pentagon level Army Branches, e.g., Adjutant General, Finance, Infantry, Quartermaster, Aviation, Air Defense, Military Intelligence, Signal, Military Police, Logistics, etc. The role of the OPD was to identify, select and appoint officers, of all ranks, to assignments worldwide—many of whom were in combat zones. Upon graduating from college in 1971 I enlisted in the Army. Vietnam was still hot with no end in sight. So, like my father, uncles and brothers, before me—in time of war--we all volunteered to get into the fight (Korea for my father; WWII for my five uncles; and Vietnam for me and my three brothers). BTW my mom was part of the war effort herself—working in the war factories in the ‘40s when her brothers went to war. After graduating from Army Boot Camp and Advanced Infantry Training (AIT), I was set to get orders to go directly into combat in Vietnam--as did all graduating AIT classes did from Fort Polk, La--for the previous six years. However, as fate would have it--that order never came down. Instead, I was sent directly to Washington D.C. for assignment to the Presidential Traveling Team (the advance team that arrives ahead of the President’s arrival anyplace in the world to secure his safe arrival and departure). Due to my VOLAR (volunteer) status in a time of war; my recent college degree, high test scores and strong performance evaluations the Deputy Commander for the Officer Personnel Directorate (OPD) pulled my file and requested that I be reassigned directly to the Pentagon to the OPD Administrative office to take over Civilian Staffing; the Army Suggestion Program; and Special Projects. The Colonel who assigned me, back in 1971, to my first recruiting role had a civilian GS 13 level employee retiring and felt I could handle an Action Officer’s Desk—which I did…well. Facilitating the recruitment, promotions and transfers of key civilian talent that worked in support, and in liaison roles, with military staff and leadership during the Vietnam War was an honor, a privilege and a duty for me at that time. In war time, or staying in conflict readiness, when I think of how all the roles in an Army depend on each other to bring forth successful missions I truly appreciated how important the role of a recruiter is for mission success, particularly when life, death and safety issues hang in the balance. That three year experience cemented my love for recruiting and launched me into what I do today—recruiting. Entering the Danger Zone: When the Vietnam War ended in 1973, and the military build-up was now downsizing--I was recommend for Officer Candidate School (OCS) but elected to leave the Army when my enlistment commitment was up the following year. It turned out to be bad timing because the stock market crashed and with the ongoing effects of the 1973 Oil Embargo added to the misery of a great recession. Jobs were scarce so I worked in temp jobs until my Uncle alerted me to a Grant Project that was failing in the California Department of Corrections. The Cooperative Training and Employment Project (CTEP) was a Federal & State funded project administered by a minority not-for-profit community based organization called the Mexican American Opportunity Foundation (MAOF). CTEP was designed to stem the high recidivism rate for minority inmates in particular—but was open to all inmates interested in participating. Unfortunately, CTEP was set to be defunded due to the failure of two previous Directors and high staff turnover. Working in prison with a no-hostage policy clause (see my horror story) for all who enter there; and working for a not-for-profit (very low pay) did little to attract job applicants--so there it was. And there I was—at the time with my college degree, great Army/Pentagon level experience and high recommendations—pumping gas at gas station in La Jolla, CA. I was rooming with my brother in San Diego—both of us doing casual labor jobs until the recession showed signs of recovery. So on my uncle’s recommendation I applied and landed the job. Landing in prison, as it were--by choice, however was a decision that bothered my family and friends for obvious reasons—and was unsettling for me at first because my life was threatened on the very first day I was “in prison” addressing the inmate leaders (see RBC horror story) regarding the rehab program. Nevertheless, I volunteered to do the job and to this day I’ll tell anyone—I’d still be there if it wasn’t for Prop 13 which was the California Tax Revolt that defunded CTEP and other social services programs at the time in California. The short version of this experience is that—yes, it’s not for everybody. Most say prisons are for punishment and I agree. But I also feel that the majority of people in lockup today will be getting out at some point down the road. And if they are only going to be part of the revolving door process—how does that help them, their families; future victims and society at large? My decision to go there was based on the simple grasp of the situation--to be part of the solution. Bottom line, who wants to be a future victim, directly or indirectly? I felt here was a unique opportunity to attempt to make a difference and to stem predictable outcomes. Yes, my staff and I were in considerable danger—but that’s partly what won us respect on the yard—the fact that we would risk our safety for their benefit because we were there to help them help themselves through training, counseling and job placement. Yes, recruiting candidates from the general population didn’t sit well with inmates who were rejected. And some were happy to express their unhappiness with our decision. We were briefed and given assurances that help was available but “you enter this prison at your own risk” was clearly understood—and it all worked out. Our work on behalf of inmates who wanted to better themselves also won respect from correctional staff and administrators…and employers because we were job placing parolees who were doing well enough on the job that employers came back for more candidates. Without getting into too much detail the training and rehab program was a remarkable success over a three year period given the negative statistics that haunt corrections in any state with high recidivism rates (50%-70% in some places) and the high costs for incarceration. Our job placement rate was in the low 92% range with a 9% recidivism rate compared to California’s 50%-60% return rate. White/Black & Hispanic inmates participated and those who survived the prison experience and benefited from our program eventually paroled and were placed in viable jobs across the State of California w/IBM, XEROX, Hewlett Packard, JC Penney, etc. The results were getting positive press and we were ramping up to expand the program but unfortunately ran into the famous, or infamous, depending on your stance on such matters—Proposition 13 (the Tax Payers Revolt in California). Prop 13 cancelled funds for many social services programs like CTEP. Yes, I love recruiting and my military and prison experiences enhanced my ability to make a positive impact in corporate America as a recruiter and Staffing Manager. And now, as an independent Recruitment Consultant, I continue to make a difference for candidates and clients who go on to make their mark as well. …; Added by Valentino Martinez at 2:33pm on February 28, 2012